1.12.2 Elements of the Performance Evaluation System A performance evaluation system is composed of three main stages that generally take place over a period of a year: (1) Performance planning The performance planning stage enables employees and supervisors to come to an agreement on what is to be accomplished during the year and how it will be carried out. The following procedures and tools are used to facilitate this stage: a) Job description or list of duties Each employee … [Read more...] about Peformance Evaluation System Policy for NGOs
1.11.3 Grievances If an employee feels unfairly treated by circumstances that infringe on his/her rights or change his/her employment conditions, he/she should discuss the situation with his/her immediate supervisor. If, after the matter has been discussed and corrective measures taken, an employee feels it has not been satisfactorily settled, he/she can submit a grievance to the Executive Director, who will discuss and provide appropriate solution. All grievances shall be handled internally … [Read more...] about Settling Grievance Policy in NGOs
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1.11 Conflict Management 1.11.1 Conflict Resolution Whenever a dispute arises among the NGO staff, it shall be resolved in a constructive manner, i.e. the solutions shall lead to positive changes. Employees who feel unfairly treated or who have complaints about a situation or about working conditions should notify the Executive Director immediately. 1.11.2 Staff Behavior NGO expects its employees to adopt attitudes and behavior that maintain the good image of the organization. NGO … [Read more...] about Conflict Management Policy in NGOs
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1.9 Prohibition on Outside Employment and/or Engagement Full-time regular employees of NGO are not allowed to undertake outside employment. 1.10 Termination of Employment 1.10.1 Conditions for Termination Employees shall lose their jobs under any of the following conditions: (1) Voluntary Resignation i. Personnel wishing to resign from post may do so by giving a resignation letter to the Executive Director stating the reasons for resignation and effective date of the same. … [Read more...] about Employee Termination Rules in NGOs
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1.7.2 Holidays All employees are entitled to 16 days of paid leave due to public holidays. Public holidays are specified in advance by the Executive Director in consultation with staff members. Employees who are required to work on public holidays are entitled to compensatory day off. NGO will keep records of number of hours/days worked by its employees on public holidays. Request for compensatory leave shall be substantiated with this record and approved in advance by the Executive … [Read more...] about Holidays and Leave in NGOs
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1.6 Travel Staff members may be asked to travel away from their usual workplaces on authorized missions. The policy on payment of travel allowances adopted NGO applies to all employees regardless of job category or status. It also applies to the consultants, when mentioned in their agreement. After reimbursable expenses are made, the person making an expense claim shall use the appropriate forms available. The expenses will not be reimbursed if proper justifying documents (original … [Read more...] about Travel Rules & Regulations at NGO
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1.4.2 Salary Benefits (a) Bonus All employees shall receive an annual bonus equal to one month's basic salary. Bonus will be included in the monthly salary payment of the month preceding the festival. However, new staff on will not receive any annual bonus until the completion of the six-month probationary period. (b) Provident Fund All regular employees are expected to set aside 10% of monthly pay to his/her provident fund. NGO will contribute the same amount on monthly basis. … [Read more...] about Employee Salary Benefits in NGOs
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1.3.3 Appointment Letter Any personnel employed with NGO will be issued an appointment letter prior to his/her employment by NGO. The appointment letter will officially announce his/her position within the organization, the place of assignment and the effective date of employment. The appointment letter will carry annexes, specifying the employee’s job description, terms of reference, salary and benefits and other relevant terms of employment (Refer 1.4 Employment). 1.3.4 Probationary … [Read more...] about Appointment Letter and Staff Orientation at the NGO
1.2.3 Volunteers Volunteers are individuals who work at NGO out of their own choice or have been deputed at NGO by other organizations. They will be assigned tasks from time to time as deemed necessary by NGO. NGO will have a limited contract with volunteers and will not provide any compensation except under special conditions. They will not be considered as full-time or part-time employees of the organization. 1.3 Personnel Recruitment NGO believes in equal employment opportunity to … [Read more...] about Volunteers and Personnel Recruitment
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1.1 Purpose The purpose of the Personnel Policy is to set down the policies, conditions, rights and obligations of NGO employees subject to their performing of the duties and responsibilities in their respective job descriptions. From the time of hiring, each employee will have access to this policy, so that he/she can adhere to it with full knowledge and information. The policies described below may at any time be subject to modification if the Board of Members of NGO deems it … [Read more...] about 1. Purpose and Categories of Personnel